1
Competency development and assessment
- Determine the competency standards for each group of job positions as well as the entry requirements for recruiting and appointment
- Develop recruitment tools including interview, test in terms of professional knowledge, business specialties, skills, behavior, personality and potentiality
- Standardize recruitment steps with full application of supporting software
- Establish the Assessment and Development Center to assess candidates’ capacities, report the results and propose selections
- Training and guidelines for application and maintaining the system
2
Staff training and development
- Develop the career path for each position and individual
- Assess/ analyze the training needs and develop training programs based on competence standards for each job position
- Design training programs that fit the firm’s business-specifics and differences among groups of participants
- Coach company trainers in using modern training methods
- Guide on the training evaluation, particularly emphasis on the application after the training program
3
Compensation and performance management
- Carry out the job analysis
- Develop a performance evaluation based on KPIs
- Support the development of remuneration system based on 3P principle: (i) Position: salary paid for job position; (ii) Person: salary paid for personal capacity; (iii) Performance: salary paid for work results.
- Access and reference to salary survey databases
- Develop a comprehensive mechanism of salary and bonus
- Support in application and communications about the new system
4
- Review and diagnosis of corporate culture
- Survey of employee satisfaction
- Survey of leadership style
- Assessment of work environment
- Support in implementation of changes to improve the working environment